Has the War For Talent started?

The theme that jumps out when meeting with clients, colleagues and peers is the need for new SCM talent. Most of the companies I meet, have a plan to hire and educate talent, with the ambition to nurture and prepare the new hires to become the next level of leaders.

But the reality shows that too few of these companies actually execute these ideas and even fewer have ‘grown’ the next leaders through a programme like this.

So, where does it go wrong?

Through In2Talent, our Talent Development Company (www.in2talent.nl) we observe the following:

Getting from the idea to execution takes a plan, management approval and (financial) commitment and what is often overlooked, but vital for success, is filling the talent pipeline. Typically senior management and/or HR start endeavours like these, but because of change (or lack) of focus, budget constraints and strategy changes, they often have a short shelf life.

Then another observation; your company may be a very appealing brand, it attracts the right talent but…..you lack a proper development plan. After onboarding, you position the talent in non-eventful jobs and do not have a solid plan them to train and rotate throughout your organisation.

And last but not least, they feel they are on their own, not supported. Their great and challenging ideas, their energy and technologies they brought with them are not listened to.  Result; the effort of attracting the right people is evaporated within less than a year, they quit and you have to start all over again.

Now, how can you maximize the RONT (Return On New Talent©)?

The successful companies we have spoken to and the new talent that experienced a program (in a good or bad way) have the following recommendations:

1.       Be very clear when you want to start a talent program that spans a period of multiple fiscal years and not just a nice initiative that feels good.

2.       Invest. Invest in the right people, in coaches and training, in jobs and in failure. Allow your talent to make mistakes.

3.       Use the talent as rookies, make them heard and use the new insights they provide. A new idea or insight may be a threat for the established manager, but often it’s the better and creative way of addressing a situation.

4.       Communicate the plan and give them space to spread their wings, i.e. allow your recruits to take on a new role.

5.       And as a last comment, do not overdo it. Every employee is the same, new talent just has a longer on-boarding and induction program.

When doing this right, you will find the right people growing your company, bringing the new energy and ideas and who are loyal to your company and brand.

Doing it the right way, you have conquered the “War for Talent”.

Niek Visarius

(about the author)

Niek Visarius is managing partner Supply Chain Management at In2Talent.nl and Supply Chain/Operations advisor, recruiter and Trainer for Dock of the Bay. His client base is located in Western- and Northern Europe and the Middle-East. He worked the past 25 years in senior SCM positions in the EMEA region and has a passion for talent and latent development)

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